Policy - Employee Benefit
Section: Human Resource Policies
Policy Owner: Ignition633 Ministries Nigeria Human Resources
Policy Name: Employee Benefits Policy
Origination Date: August 2025
Purpose
The purpose of this policy is to outline the additional benefits provided to employees of Ignition633 Ministries beyond their monthly pay. These benefits are designed to promote the well-being, financial security, and overall satisfaction of employees while supporting them in times of need.
Scope
This policy applies to all employees of Ignition633 Ministries who have successfully completed their 90-day trial period. It governs the provision of employee benefits, including monthly pay procedures, healthcare assistance, workers’ compensation, time-off entitlements, and the savings program.
Pay And Benefit
Aside from your monthly pay, Ignition633 provides many employee benefits. Other than your pay, these extra benefits begin after your 90-day trial and end on your last official day of employment. These benefits include the following:
Pay
Employees are paid monthly, generally on the 5th of the month. Payroll is electronically transferred into the account specified by the employee. Any changes to banking information must be communicated with the Accounting Department at least one week prior to the scheduled payment date.
Health Care Package
Employee health is important to us. We want to do everything possible to help employees stay healthy. We have also established non-smoking and substance abuse policies to protect employee health.
Workers Compensation
Ignition633 offers aid for those injured on the job. (Details on page 9).
Time Off
Ignition633 offers time off for medical/unforeseen emergencies, sick days, maternity leave, and vacation time.
Savings Program
Help to manage your money by signing up for our savings program.
Health Care Package
Our organization offers a health care package if you have any medical issues. We provide a Flex-Pay Insurance plan to all eligible employees. The Flex-Pay plan provides an annual maximum of N10,000 reimbursement for medical expenses. Employees who have completed their 90-day trial period are eligible for this benefit.
How It Works
If you fall ill, seek medical care at your usual healthcare provider. Submit a receipt for any medical expenses to the Campus Director (you MUST submit a medical expenses for reimbursement to occur). The campus director will approve reimbursement for amounts within the range of N10,000 and hand over the form to the Accounting department.
Accounting Department
You will be reimbursed for the amount of money you spent for treatment within the stipulated range in 48 business hours.
What if I don't use this money or up to that amount for treatment? After the year ends and you have not used your N10,000, you will be issued the amount or remaining balance on your last paycheck for the year in December.
Questions?
If you have any questions about our insurance package, HR is happy to help.
Drugs And Alcohol
The Ignition633 Ministries seek to represent the Lord in our testimonies and standards. This is why we work according to the Lord's direction regarding alcohol. "And do not be drunk with wine, wherein is excess; but be filled with the Spirit, speaking to one another in psalms and hymns and spiritual" - Ephesians 5:18.
This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications' effect on their fitness for duty and ability to work safely, and they must promptly disclose any work restrictions to their supervisor.
Work Rules
Note: Whenever employees are working, are operating any Ignition633 vehicle, are present on Ignition633 premises, or are conducting ministry-related work offsite, they are prohibited from:
- Using, possessing, buying, selling, manufacturing, or dispensing an illegal drug (including possession of drug paraphernalia. - Paraphernalia refers to any equipment used to produce, conceal, and consume illicit drugs.)
- Being under the influence of alcohol or an illegal drug as defined in this policy.
- Possessing or consuming alcohol.
- Any detectable amount of illegal drugs, illegal controlled substances, or alcohol in an employee's body system while performing ministry business or in a ministry facility is prohibited.
- Ignition633 Ministries will also not allow employees to perform their duties while taking prescribed drugs that adversely affect their ability to perform their duties safely and effectively. Employees taking prescribed medication must carry it in a container labeled by a licensed pharmacist or be prepared to produce the container if asked.
- For your safety and the safety of others, failure to comply with these expectations can result in your immediate termination
Workers Compensation
Following The Employee Compensation Act of 2010, which governs the payment of compensation to all employees in the public and private sector except members of the armed forces, we strive to keep our workplace safe, but accidents (Occupational Hazards) may happen occasionally.
Employees injured at work (by accident) can receive wage replacement, medical care, and rehabilitation benefits according to workers' compensation agreements when appropriate.
Employee injuries due to non-compliance with safety procedures, negligence, or trespassing will not be compensated. Your Department Supervisor will go over specific safety regulations for your department.
You must officially inform HR of your injury within 24 hours of the incident. Ask our HR Department for an Incident Report and Workers' Compensation form.
Attendance Policy
Employees are to be timely! Please ensure you are present and seated in your duty position by your designated clock-in time provided by your supervisor. In addition, please take a look at the following policies and expectations regarding your attendance.
Late/Absence
Inform your supervisor before the start of the workday if you will be absent or late and obtain their permission to leave work early. Absences and late arrivals will be recorded and may impact your pay. You will be written up if you do not show up for your shift or are late without contacting your supervisor. If this problem persists, you will be subject to corrective action and possible termination. Failing to call one's supervisor or report to work for two consecutive workdays will be considered voluntary resignation and result in removal from payroll.
Request Time Off
If you want to take time off, request it two weeks in advance. To submit a request, ask HR for a time off request form, fill it out, and return it to your supervisor to review and approve. Supervisors do obtain the right to deny your request. For employees who have completed their trial period, we offer various types of paid time off according to the time you have worked for our organization.
Time Off
All time-off requests must be made at least two weeks in advance. Supervisors can deny your request and provide alternative dates for your absence.
Paid Holiday Time
We offer six days of holiday pay for employees that have worked for our organization for more than 12 months that may be used by the employee for a pre-planned and approved holiday vacation period. The Ministry may also close for certain holidays.
Paid Sick Time
Employees will receive up to 12 sick days a year. For a sick day to be used, the employee must submit a medical report or a note from a government hospital stating their recommendation to remain home from work. If an employee can not obtain this, he/she should be willing to be assessed by our campus doctor to confirm sick condition or inability to work.
Paid Personal Time
Employees will receive one personal day per 3 months of employment, making four personal days per year. The employee may use this paid time off for a pre-planned and approved personal day off. Unauthorized absence from duty will result in no pay.
Paid Maternity Leave
Women will receive six weeks off of work before and after birth. They will be given 50% of their usual salary during this time. Please inform your supervisor and complete a time-off request eight weeks before your baby is due.
Unpaid Paternity Leave
Men will receive two weeks off of work before or after birth of their child. This is not a paid time off. Please inform your supervisor and complete a time-off request eight weeks before your baby is due.
Public Holidays
The following policy is sourced from the Nigerian Public Holidays Act of 1979. Public holidays are declared work-free days. If a public holiday falls on a weekly rest day (like a weekend), workers are only entitled to another day off if otherwise decided by the organization
Employees receive public holiday benefits on specific days such as New Year's Day, Good Friday, Easter Monday, Workers' Day, National Day, and Christmas Day. Additional days off announced by the federal government for these occasions are also included. For example, when the 25th and 26th are declared public holidays for Christmas, we follow the government's decision.
Weekly Rest Days
Workers are granted one weekly rest day of not less than twenty-four hours after six continuous working days. Weekly rest days are paid days, and employees must not work on weekly rest days. If an employee has to work on weekly rest days, additional day off or monetary compensation is provided.
Floating Holiday
Ignition633 Nigeria observes normal work routines on Muslim festivals such as Id el Fitr, Id el Kabir, and Id el Maulud, which don’t have fixed dates because moon sightings determine them. After these holidays, employees can ask their supervisors for time off equal to the holiday duration without affecting their official off days.
Overtime Compensation
Employees may be eligible for overtime compensation when they work beyond their regular work hours per their employment contracts. Overtime rates are calculated as follows:
Half-Time Overtime Compensation
Employees who work more than 1 hour beyond their regular work time at the request of their supervisor will receive half the daily overtime pay rate. This means one hour is calculated as half a day and will receive overtime payment equivalent to half a day’s pay, which is N1,000 for the base pay of N40,000.
Full-Time Overtime Compensation
Employees who work more than 4 hours beyond their regular work hours will receive full-time overtime pay. Employees will be compensated at their full regular hourly rate for 4 hours and above. This is N2,000 for the base pay of N40,000.
Bonus
Some employees may be required to work during festive breaks like Christmas, New Year, etc., and other fixed national holidays. Therefore, their Bonus compensation is doubled for Half-time and Full-time, which are two thousand Naira (N2,000) and four thousand Naira (N4,000), respectively.
Employees who are required to work on public holidays will be informed by their supervisor promptly, except in cases where there is insufficient time for notification. This practice ensures employees have adequate time to prepare for their work responsibilities during holidays.
Authorization
A supervisor must pre-authorize overtime work, or a Director must do it immediately after the employee has completed the job. Unauthorized overtime may only be compensated if explicitly approved by the organization.
If you have any questions about your department's bonus and overtime policy, please get in touch with your supervisor or HR.
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This policy will be reviewed annually and is subject to change. Any changes will be communicated to all employees promptly.
For any questions or further assistance regarding this policy, employees should contact the HR department at hr.nigeria@ignition633.org.